RECRUITMENT AND SELECTION Recruitment -Concept and Definition Factors Affecting Recruitment Recruitment Policy Sources of Recruitment Methods/Techniques of Recruitment Need for Flexible and Proactive Recruitment policy The Process of Recruitment Information Technology and HR: Recruiting on the Net Evaluation of a Recruitment Programme Concept & Definition of Selection

The Selection Process Essentials Steps Selection Method Standards Application Form Selection Tests Types Interviews Types Process

Reference Check and Medical Examination Placement Induction Concept Objective The Induction Process Induction Strategies Existing Employee Socialization

Concept of Recruitment Recruitment is the first step in the process of acquiring and retaining human resources for an organization. Hence it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant position. Byers & Rue define recruitment as “the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen.” Though employment, recruitment and selection are used interchangeably, technically all the three have different meanings. In fact, recruitment and selection together constitute employment.

Factors Affecting Recruitment There are many factors affect the recruitment program. These factors can be classified as under: Organizational Factors or internal factors Environmental or External factors

Process of Recruitment Human Resource Planning Identify the human resource requirement Surplus Demand Refresh Determine the no. levels and criticality of vacancies Org.recruitment policy Choose the resources & methods of recruitment Not efficient Analyze the cost and time involved Job analysis Start implementing the recruitment program . Select & hire the candidates Evaluate the program

Factors Affecting Recruitment Organizational Factors A major factor that determines the success of recruitment program is the reputation of the organization. An organization’s reputation depends on its size, area of business, profitability, management etc., in addition to its philosophy and values. The organizational culture and the attitude of its management towards employees.

Another factor that contributes to the success of a recruitment program is the geographical location of the vacant position. The amount of resources allocated also determines the success of a recruitment drive. The channels and methods used to advertise the vacancy also determine the success of a recruitment program. The emoluments that the company offers also influence the decision of a candidate.

Environmental factors:- The situation in the labor market, the demand for manpower, the demographics, the knowledge and skill set available, all determine the response to a recruitment program. The stage of development of the industry to which the organization belongs Culture, social attitudes and beliefs also impact the effectiveness of a recruitment program. Finally, the law of the land and the legal implications involved.

Recruitment Policy The recruitment policy of an organization would normally be in alignment with the objectives and policies of the organization. A good recruitment policy Complies with Govt. policies on hiring. Provides employment security. Assures candidates of the management’s interest in their development. Prevent the formation of cliques/ small exclusive groups.

5. Reflects the social commitment of the 5. Reflects the social commitment of the organization by employing handicapped people and other underprivileged people of the society. 6. Is in alignment with the objectives and people- policies of the organization. 7. Flexible enough to accommodate changes in the organization. 8. Is designed in such a way that it ensures long-term employment opportunities for its employees. Stresses and reflects the importance of job analysis. Is cost effective for the organisation

Sources of Recruitment Internal Search Many organizations try and identify employees from within the organization, to be groomed to take on higher responsibilities. The human resource inventory, an outcome of human resource planning, forms the basis for internal search. Organizations which go in for an internal search normally announce the vacancy through the displays on notice boards, circulars sent to different departments or through the company’s intranet. The management then evaluates all the applicants and makes the final selection.

Some advantages for internal Search:- It helps in maintaining good employee relations. It boosts the morale of the employees (feel important and valued) It encourages competent and ambitions individuals as their performance rewarded. There is complete information about the individual’s performance and his credentials and established. The Cost of recruitment is minimal. Time and resources are saved on the selection and induction processes. If carefully planned and well-executed, promoting from within can also act as a training and development device for middle and top level management.

External Search An organization will have a much greater choice in Human Resources if it decides to go in for external recruitment. There are various methods of recruiting from external sources. Some of the popular methods are advertisements, campus recruitments, employee referrals, employment exchanges, private placement agencies etc.

Advertisements Advertisements have the widest reach and are quite effective for an organization in search of external talent. Different media can be used for advertising, depending on the cost, the need, and the reach desired. Television and radio have taken a back set in the recent times as media for job advertisements, with more and more private entertainment channels on the air. Many internet portals like jobsahead.com, monsterindia.com and naukri.com cater exclusive to the needs of various companies which are in search of suitable people, and individuals who are in search of a suitable job. All these have made recruitment easier and faster.

The important information that has to be furnished in an advertisement includes:- Nature of business and size of the business. Nature of job Location or place of work Task and responsibilities attached to the position Reporting hierarchy and work culture Emoluments, benefits and other facilities available Requirement of the job in terms of qualification, knowledge, skills and experience Last date to respond Ways to respond – by e-mail telephone or post.

Employee Referrals Employee referrals form a very good source of recruitment, especially for the lower and middle level management. Employees working with an organisation recommend their friends and acquaintances for vacant positions in the organisation. Again, such a candidate has an insider’s view of the job as he has gathered information from the employee and is more realistic in his expectations from the company. Consequently there will be agreater possibility of his continuing in the job. A more direct advantage of referrals is in terms of time and cost savings for the organisation. There are however some disadvantages to this system. It might lead to the formation of cliques in the organisation.